{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,9,23]],"date-time":"2026-09-23T05:07:10Z","timestamp":1790140030289,"version":"4.0.1"},"reference-count":68,"publisher":"Frontiers Media SA","license":[{"start":{"date-parts":[[2026,9,23]],"date-time":"2026-09-23T00:00:00Z","timestamp":1790121600000},"content-version":"vor","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"}],"content-domain":{"domain":["frontiersin.org"],"crossmark-restriction":true},"short-container-title":["Front. Psychol."],"abstract":"<jats:sec>\n                    <jats:title>Purpose<\/jats:title>\n                    <jats:p>Modern work teams are increasingly diverse, dynamic, and dispersed. For organisations to thrive in this context, they must prioritise team functioning. Individual team members play a central role in shaping team climate, dynamics, and performance. This study investigates relationships between basic psychological need satisfaction (BPNS), work engagement, and team-boosting behaviours (TBB). Drawing on self-determination theory, it examines whether employees\u2019 need satisfaction relates to discretionary behaviours that enhance team climate through work engagement, linking individual motivation to team-strengthening outcomes.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Design\/methodology\/approach<\/jats:title>\n                    <jats:p>\n                      A cross-sectional survey design was employed with employees (\n                      <jats:italic>n<\/jats:italic>\n                      \u202f=\u202f332). Participants completed validated self-report measures of BPNS, work engagement, and TBB. Structural equation modelling using a bifactor exploratory structural equation modelling framework tested relationships, isolating global and specific need satisfaction factors.\n                    <\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Findings<\/jats:title>\n                    <jats:p>Global BPNS positively predicted work engagement and all team-boosting behaviours (mood-enhancing, energising, unifying). Work engagement mediated between global need satisfaction and each team-boosting dimension. Specific competence satisfaction predicted all TBB, while relatedness satisfaction predicted only mood-enhancing behaviours. Effects were primarily driven by global BPNS.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Practical implications<\/jats:title>\n                    <jats:p>Organisations should prioritise need-supportive environments that foster overall psychological need satisfaction, which may in turn relate to greater engagement and more frequent team-directed discretionary behaviours. Interventions should focus on autonomy-supportive leadership, competence development through feedback and mastery experiences, and relatedness support through psychological safety and connection-building practices.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Originality\/value<\/jats:title>\n                    <jats:p>This study uniquely integrates BPNS, work engagement, and team-boosting behaviours within a single model and suggests how individual motivational experiences may relate to team-directed behaviours, consistent with a bottom-up pathway to team climate enhancement.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.3389\/fpsyg.2026.1917631","type":"journal-article","created":{"date-parts":[[2026,9,23]],"date-time":"2026-09-23T04:49:41Z","timestamp":1790138981000},"update-policy":"https:\/\/doi.org\/10.3389\/crossmark-policy","source":"Crossref","is-referenced-by-count":0,"title":["Satisfied employees, stronger teams: linking need satisfaction to team-boosting behaviours via work engagement"],"prefix":"10.3389","volume":"17","author":[{"given":"Vallenice","family":"Van Blerk","sequence":"first","affiliation":[{"name":"WorkWell Research Unit, Faculty of Economic and Management Sciences, North-West University","place":["Potchefstroom, South Africa"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Leon T.","family":"De Beer","sequence":"additional","affiliation":[{"name":"WorkWell Research Unit, Faculty of Economic and Management Sciences, North-West University","place":["Potchefstroom, South Africa"]},{"name":"Department of Psychology, Faculty of Social and Educational Sciences, Norwegian University of Science and Technology","place":["Trondheim, Norway"]}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"1965","published-online":{"date-parts":[[2026,9,23]]},"reference":[{"key":"ref1","doi-asserted-by":"publisher","first-page":"1410","DOI":"10.1108\/ER-04-2021-0161","article-title":"Going forward: remote working in the post-COVID-19 era","volume":"44","author":"Adekoya","year":"2022","journal-title":"Empl. 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